Today we stand before you, ripping up the old playbook - yes, the one you rewrote just this past year - and demanding change.
We appreciate everything you've done for us this past year. You went the extra mile, supported us, and leaned in while we all figured this thing out.
You've worked with us and been flexible through the depths of the pandemic, but we sense the old ways are creeping back in. And, to be clear, the old ways weren't working. A two-hour commute? Every day? Sitting in traffic, waving goodbye to that workout we might have done, or wondering if the kids made it off to school okay?
We choose flexibility. To work in the places that work best for us, to take time for our own well-being, our families, our friends.
To not have to sneak away for a doctor's appointment, or struggle through the day when we're sick, just to be 'seen'.
We demand change because we care. We care about our leaders who are struggling to keep up. They're leaving, if you haven't noticed, and we can't navigate this new world of work without them.
And we demand it because we care about this organization. It's capable of better - better ideas; better innovations; better performance.
About This Report
Trend1. There will be an exodus of leaders - and women will be the first out the door When the pandemic hit, leaders across the business - perhaps none more so than those in HR and IT - became a life raft of sorts, providing employees with steadfast emotional and technological support in an ocean of uncertainty.
But as the pandemic persisted, employees' expectations shifted - and keeping up with employee demands has caused many leaders to burn out and leave.
Trend 2. People will demand better physical and digital workspaces Hybrid work is here to stay. Organizations that want to get their hybrid work model right must create world-class digital experiences that enable both in-person and digital collaboration.
Unfortunately, our research shows there's a gap between what organizations think they're delivering and what employees actually want when it comes to hybrid work enablement.
Only 30% of respondents said their experience with their company's technology exceeds or greatly exceeds their expectations. And only 23% of respondents feel their experience working at their office exceeds or greatly exceeds their expectations.
Trend 3. Lack of DEIB progress won't be accepted With social injustice brought to the forefront, many organizations made public diversity, equity, inclusion, and belonging (DEIB) promises, but there is still more to be done.
Our research shows that only 70% of employees say their organizations have made sufficient progress towards greater DEIB.
Fewer (67%) say that senior leadership's actions show they are genuinely committed to building a diverse and inclusive company. And those who self-identify as non-binary/ transgender view the DEIB efforts at their company as much less favorable overall.
Trend 4. Lack of well-being is a countdown to disaster For almost two years, many have been working longer hours without a clear start or end to the workday. The pandemic - and the pivot to remote and hybrid work - exacerbated employees' built-in boundaries with work.
Published by Appendix: methodology and demographics